“Let’s Be Reasonable…”
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Transcript of “Let’s Be Reasonable…”
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“Let’s Be Reasonable…”Providing Reasonable Accommodation in the Workplace
Presenters:
Heidi Frost, Alaska Works Initiative (907) 269-3567
Rich Sanders, ATLA (907) 563-2599
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Why Reasonable Accommodation?
• Rehabilitation Act of 1973 (as amended – 29 U.S.C. Section 791)
• The ADA (42 U.S.C. Section 12111, et seq)
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It’s all about definitions…
• Individual with a disability• Major life activity• “Qualified” individual with a disability• “Essential functions” of a job• “Hidden” disability• Undue hardship• Reasonable Accommodation
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Individual with a disability
• “has a physical or mental impairment that substantially limits one or more of the person’s major life activities”
• “has a record of such and impairment”
• “is regarded as having such impairment”
*Fact
People with disabilities are the largest untapped labor pool, with
approximately 70% of those who can & want to work,
not working
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Major Life Activity
• “A function that the average person in the general population can perform with little or no difficulty”
• Examples:– Seeing– Hearing– Walking– Breathing– Speaking– Learning– Sitting– Standing– Lifting– Reaching– Working– Caring for oneself
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Qualified Individual with a Disability
• Person with a disability that has:– Skills to do the job– Experience to do the job– Education to do the job– Can perform the “Essential Functions” of the job with or
without reasonable accommodation
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Essential Functions of a Job
• Essential =– The “fundamental” job duties of the position the individual
holds or desires. – Position exists to perform the function– There are a limited number of employees that can perform the
function– It’s highly specialized
• Marginal =– Duties that are performed but not “essential”
• Key: The Job Description!
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Hidden disability
• Examples:– Epilepsy– Cancer– Arthritis– TBI– AIDS– Asthma
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Reasonable Accommodation
• “Adapting the job site or job functions for a qualified person with a disability to enable an individual with a disability to enjoy equal employment opportunities”
• Not:– Lowering the work standards– Changing the job requirements
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Undue Hardship
• An action that requires “significant difficulty or expense” in relation to:– Overall size of the agency’s
program with respect to the number of employees, number and type of facilities and size of budget
– Type of operation, including the composition and structure of the agency’s workforce; and
– Nature and cost of the accommodation
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Types of Reasonable Accommodation
• Modifications or adjustments to:– Job application process– Enable a person to perform the essential functions– Enable a person to enjoy equal benefits and privileges
• Examples:– Making facilities accessible– Job restructuring– Modified work schedules– Modifying test, materials, policies– Providing readers or interpreters– Modifying or getting new equipment (A.T.)– Reassignment
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Types of Reasonable Accommodation
• Modifications or adjustments to:– Job application process– Enable a person to perform the essential functions– Enable a person to enjoy equal benefits and privileges
• Examples:– Making facilities accessible– Job restructuring– Modified work schedules– Modifying test, materials, policies– Providing readers or interpreters– Modifying or getting new equipment (A.T.)– Reassignment
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It’s all about the right processes…
• Requesting an accommodation• Evaluating the request• Documentation
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Reasonable AccommodationResponsibilities
• Employee– Needs to initiate process– Needs to play an active part of the accommodation
process
• Supervisor– Needs to consider each request on a case by case
basis– Needs to play an active part of the
accommodation process
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Reasonable Accommodation Process
• Step One:– Listen to the request
• Step Two:– Consult with the employee– Consult with experts
• Step Three:– Implement the request
• Step Four:– Monitor results
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Requesting an Accommodation
• Oral or written• Plain English• Others may request on
employee’s behalf• May be done at any time• Must be related to a
medical condition
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Reasonable Accommodation Process -- BUT WAIT!
• What do you do if it’s not so straightforward?• Select the reasonable accommodation that is
most appropriate
Don’t think ONE accommodation will work for EVERYONE!
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Documentation
• Document, document, document…– Request for Accommodation– Final decision (Approval or Denial)– The accommodation made
• Application process• Job Descriptions• Work schedules• Work environment• Equipment purchased• Dates of above elements
– Final outcome
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Quick Facts: Costs of Accommodations
No Cost
Between $1 and$500
Between $501and $1,000
Between$1,001and $1,500
Between $1,501and $2,000
Between $2,0001and 5,000
Over $5,001
Statistics Provided by:
President’s Committee’s Job Accommodation Network (JAN)
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Who can help?
• Fort Wainwright EEO Specialist, Mae Marsh• State of Alaska ADA Coordinator, Don Brandon
(907) 465-2814 or (800) 478-2815 http://www.labor.state.ak.us/ada/home.htm
• ADA Partner’s Project Coordinator, Mona McAleese (907) 222-6166 or (888) 462-1444 http://www.adapartners.org/
• Job Accommodation Network (800) 526-7234 http://www.jan.wvu.edu/english/homeus.htm
• ATLA (907) 563-2599 http://www.atlaak.com
Quote of the Day "There are many ways of going forward, but only one way of standing still." -Franklin D. Roosevelt